Victoria's composure broke first. "I have children," she said. "I have a mortgage. You can't take all of this away over a morning when everybody was under pressure. I will apologize to you personally."
Madison waited until Victoria looked directly at her. "You were responsible for the human resources department," she said. "You helped write policies that promise employees freedom from harassment and retaliation. When your receptionist tried to report a valid visitor, you joined the people silencing her. When she tried to ask for help, your colleagues threatened her livelihood. What kind of protection would a junior employee have if the person in charge of human resources behaves that way?"
Victoria covered her face with both hands. "I made a mistake," she whispered.
"Yes," Madison replied. "The review will determine whether it was part of a larger pattern. But I cannot leave you with authority over employees who may need to report what happened. That would be unfair to them and to the investigation."
Helena Moore lifted her chin. "You are exposing the company to wrongful termination litigation," she said. "The six of us have contractual rights. You are building an enormous case against yourself."
"You have contractual rights," Madison agreed. "You will have counsel and an opportunity to respond, and nobody here will interfere with that. But your rights do not include a guarantee of continued management authority after the board has voted to remove you."
Helena looked at Naomi. "And your surveillance recording may have its own legal problems."
"That is why we are preserving original files and using independent counsel," Naomi replied. "You are welcome to raise your objections through the procedure we'll provide in writing."
Ava distributed the transition resolutions. Six envelopes were placed on the side table, each containing notice of immediate removal from officer duties, preservation instructions, and details of the employment review. Sterling's technology team had already suspended access to accounts capable of deleting employee or customer records. The step was standard in a sensitive executive transition, but Madison knew the executives would experience it as a public loss of power.
"Your personal belongings will be handled respectfully," she said. "Security will accompany you to your offices so company property can be accounted for. If you need private time to collect medication or personal papers, arrangements will be made. No one is to be humiliated for entertainment."
She held Gregory's gaze deliberately on the last sentence. "You will also be asked to preserve personal communications relevant to your work. Do not interpret this process as permission to destroy anything."
The executives left one at a time, escorted by staff who followed a carefully written process. The board remained in session. Madison asked for written reports on the incident, the malfunctioning visitor access system, possible retaliation against reception staff, and every disciplinary decision made by the six executives during the previous five years. She authorized a confidential reporting channel managed outside the old human resources structure.